Equality, Inclusion and Diversity Policy

Introduction

T Lott Limited is an equal opportunities employer. We are committed to equality of opportunity and to
providing a service and following practices which are free from unfair and unlawful discrimination. The
aim of this policy is to ensure that no applicant or member of staff receives less favourable treatment
on the grounds of age, disability, gender reassignment, gender identity, marriage and civil partnership,
pregnancy or maternity, parental or carers responsibility, race, ethnicity, religion or belief, sex or sexual
orientation, or is disadvantaged by conditions or requirements which cannot be shown to be relevant to
performance. It seeks also to ensure that no person is victimised or subjected to any form of bullying or
harassment.

We value people as individuals with diverse opinions, cultures, lifestyles and circumstances. All
employees are covered by this policy and it applies to all areas of employment including recruitment,
selection, training, deployment, career development, and promotion. These areas are monitored and
policies and practices are amended if necessary to ensure that no unfair or unlawful discrimination,
intentional, unintentional, direct or indirect, overt or latent exists.

The Finance Director has particular responsibility for implementing and monitoring the Equality and
diversity policy and, as part of this process, all personnel policies and procedures are administered with
the objective of promoting equality of opportunity and eliminating unfair or unlawful discrimination.
All employees, workers or self-employed contractors whether part time, full time or temporary, will be
treated fairly and with respect by all parties. Selection for employment, promotion, training, or any other
benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to
develop their full potential and the talents and resources of the workforce will be fully utilised to maximise
the efficiency of the Company.

Equality of opportunity, valuing diversity and compliance with the law is to the benefit of all individuals
in our Company as it seeks to develop the skills and abilities of its people. While specific responsibility
for eliminating discrimination and providing equality of opportunity lies with managers and supervisors,
individuals at all levels have a responsibility to treat others with dignity and respect. The personal
commitment of every employee to this policy and application of its principles are essential to eliminate
discrimination and provide equality throughout the Company.

Our commitment as an employer
The Company is committed to:

creating an environment in which individual differences and the contributions of our staff are
recognised and valued.
entitling every employee, worker or self-employed contractor to a working environment that
promotes dignity and respect to all. No form of intimidation, bullying or harassment will be
tolerated
providing training, development and progression opportunities to all staff
understanding equality in the workplace is good management practice and makes sound
business sense
reviewing all our employment practices and procedures to ensure fairness.

Our commitment as a service provider
The Company is committed to:

providing services to which all clients are entitled regardless of any protective characteristics
making sure our services are delivered equally and meet the diverse needs of our service users
and clients by assessing and meeting the diverse needs of our clients
fully supporting this policy by senior management and ensuring agreement has been reached
with employee representatives
selecting those for employment, promotion, training, or any other benefit purely on the basis of
aptitude and ability
monitoring and reviewing this policy annually
having clear procedures that enable any party to raise a grievance or make a complaint if they
feel they have been unfairly treated
treating breaches of our equality, inclusion and diversity policy as misconduct which could lead
to disciplinary proceedings
encouraging all staff to come forward with any issues they need Company assistance and
understanding with, no matter their background, identity or circumstances, such as if they are
victims of domestic abuse or have caring commitments.

Equality Inclusion and Diversity Arrangements:
Age
We will:

ensure that people of all ages are treated with respect and dignity.
ensure that people of working age are given equal access to our employment, training,
development and promotion opportunities and
challenge discriminatory assumptions about younger and older people.

Disability
We will:

provide any reasonable adjustments to ensure disabled people have access to our services
and employment opportunities.
provide any reasonable adjustments to ensure that parents or carers of disabled dependents
have access to our services and employment opportunities
challenge discriminatory assumptions about disabled people and
seek to continue to improve access to information by ensuring availability of loop systems,
braille facilities, alternative formatting and sign language interpretation.

Race
We will:

challenge racism wherever it occurs
respond swiftly and sensitively to racists incidents and
actively promote race equality in the Company.

Sex
We will:

challenge discriminatory assumptions about women and men.
take positive action to redress the negative effects of discrimination against women and men.
take positive action to redress the negative effect of discrimination of parents or carers in
relation to their caring responsibilities.
offer equal access for women and men to representation, services, employment, training and
pay and encourage other organisations to do the same.

Gender reassignment
We will:

provide support to prevent discrimination against transsexual people who have or who are
about to undergo gender reassignment.
prohibit and respond to all instances of discrimination, both from colleagues and externally.

Sexual orientation
We will:

ensure that we take account of the needs of lesbians, gay men, bisexuals, transgender, queer
or questioning, intersex, pansexual, two-spirit and asexual +.
promote positive images of lesbians, gay men, bisexuals, transgender, queer or questioning,
intersex, pansexual, two-spirit and asexual +.

Religion or belief
We will:

ensure that employees’ religion or beliefs and related observances are respected and
accommodated wherever possible and
respect people’s beliefs where the expression of those beliefs does not impinge on the
legitimate rights of others.

Pregnancy or maternity
We will:

ensure that people are treated with respect and dignity and that a positive image is promoted regardless of pregnancy or maternity
challenge discriminatory assumptions about the pregnancy or maternity of our employees and
ensure that no individual is disadvantaged and that we take account of the needs of our employees’ pregnancy or maternity.

Marriage or civil partnership
We will:

ensure that people are treated with respect and dignity and that a positive image is promoted
regardless of marriage or civil partnership;
challenge discriminatory assumptions about the marriage or civil partnership of our employees
and
ensure that no individual is disadvantaged and that we take account the needs of our
employees’ marriage or civil partnership.

Ex-offenders
We will prevent discrimination against our employees regardless of their offending background (except
where there is a known risk to children or vulnerable adults).

Trade Unions

We will prevent discrimination against our employees regardless of their membership to a/some trade
unions.
Equal pay
We will ensure that all employees, male, female or gender neutral, have the right to the same contractual
pay and benefits for carrying out the same work, work rated as equivalent work or work of equal value.
Unconscious bias

The Company recognises the dangers of unconscious bias arising at work, which is where an opinion
is formed on an individual by a manager or colleague without them necessarily being aware they have
formed it.

There are many different forms of unconscious bias, ranging from an affinity towards those of a similar
background to placing too much significance on what has been identified as a negative trait.
The organisation will work against forms of unconscious bias in all decisions taken for employment,
including recruitment, promotion and training opportunities, with a focus on promoting diversity and
inclusion.

The organisation will work against forms of unconscious bias in all decisions taken for employment,
including recruitment, promotion and training opportunities, with a focus on promoting diversity and
inclusion.

In particular, the Company will implement the following:

Referring to specific job criteria when making recruitment decisions
Discounting any favourable personal relationships with staff.
Making decisions collectively between HR and management.

Implementation

The Directors have the specific responsibility for the effective implementation of this policy.

Each Supervisor and manager also has responsibilities and we expect all our employees to abide by
the policy and help create the environment of equality which is its objective. In order to implement this
Policy, we shall:

Communicate the Policy to all employees, job applicants and any other relevant stakeholders.
Ensure that those who are involved in assessing candidates for recruitment or promotion will
be trained in non-discriminatory selection techniques.
Ensuring the avoidance of favouritism where a family member is employed.
Ensure the fair, respectful and considerate treatment of others on site.
Provide equality training and guidance as appropriate, including training on induction and
management courses (where applicable).
Obtain commitments from other persons or organisations, such as sub-contractors or
agencies that they too will comply with the policy in their dealings with our organisation and
our workforce.
Making sure all employees and external providers are made aware that the company will not
accept discriminatory practices.
Ensure that adequate resources are made available to fulfil the objectives of the policy.

Complaints

Employees who believe that they have suffered any form of discrimination, harassment or victimisation
are entitled to raise the matter with their Line Manager or the directors. All complaints of discrimination
will be dealt with seriously, promptly and confidentially.

Every effort will be made to ensure that employees who make complaints will not be victimised. Any
complaint of victimisation will be dealt with seriously, promptly and confidentially. Victimisation will result
in disciplinary action and may warrant dismissal.

Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary
proceedings which may lead to dismissal.

Signed on behalf of T Lott Ltd.

Tommy Lott
Managing Director
29th November 2023

Equality, Inclusion and Diversity Policy: About